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Line Management Jobs in Michigan (NOW HIRING)

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Line Management information

What is the difference between Line Management vs Team Supervisor?

AspectLine ManagementTeam Supervisor
ResponsibilitiesOversees multiple teams or departments, manages operations, and implements strategic goals.Manages a specific team or group, focuses on daily task completion and team performance.
Required CredentialsOften requires managerial experience, relevant industry certifications, and leadership skills.Typically requires team leadership experience, sometimes industry-specific certifications.
Work EnvironmentCorporate or industrial settings with multiple teams or departments.Workplace where direct team oversight is needed, such as retail, manufacturing, or service sectors.
Scope of InfluenceBroader, impacting multiple teams or operational areas.Limited to a specific team or unit.

While both roles involve overseeing team performance, Line Management generally has a broader scope, strategic responsibilities, and manages multiple teams or departments. Team Supervisors focus on direct team oversight and daily operations within a specific group.

How do you become a line manager?

To become a line manager, individuals typically need relevant work experience in the specific industry or department, strong leadership and communication skills, and often a demonstrated ability to supervise or coordinate team activities. Many employers also value relevant certifications or training in management or leadership. Progression usually involves advancing from team member roles to supervisory positions and gaining experience in operational tasks.

What is a line management role?

A line management role involves overseeing and directing the work of employees within a specific department or team. Line managers are responsible for implementing company policies, managing daily operations, and ensuring team productivity, often requiring leadership, communication, and organizational skills.
Line Management jobs near you
Infographic showing various Line Management job openings in Michigan as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 20% Part Time, and 2% Contract. Highlights an 82% Physical, 3% Hybrid, and 15% Remote job distribution.

Human Resources Business Partner

Troy, MI • On-site

Entrega Systems Group Inc
IT Services • 51 - 200 employees
Learn more about Entrega Systems Group Incexternal

Full-time

Re-posted 10 days ago

Job description

Description

Entrega, founded in 2001 and headquartered in Troy, Michigan, is a global business-to-business Technology Services and Solutions Company. Our team of professionals use their expertise and experience to deliver superior results for our clients that address their most important business challenges.


Job Position Summary:


The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.


Responsibilities and Duties:


  • Meetings - Conducts weekly meetings with respective business units.
  • Guidance and Consultation - Consults with line management, providing HR guidance when appropriate.
  • Trend and Metrics Analysis - Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
  • Employee Relations and Investigations - Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
  • Legal Compliance and Risk Management - Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
  • Performance Management - Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  • Workplace Improvement - Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Policy Guidance - Provides HR policy guidance and interpretation.
  • Contract Terms Management - Develops contract terms for new hires, promotions and transfers.
  • Workforce Planning and Succession - Provides guidance and input on business unit restructuring, workforce planning, and succession planning.
  • Training and Development - Identifies training needs for business units and individual executive coaching needs.
  • Training Program Evaluation - Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
  • Additional Responsibilities - Perform other tasks and duties as required to support and contribute to the overall success of the organization.

Requirements


  • Excellent verbal and written communication skills.
  • Excellent interpersonal and customer service skills.
  • Excellent organizational skills and attention to detail.
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
  • Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.

Education and Experience:

  • Minimum of 5 years of experience resolving complex employee relations issues.
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
  • Bachelor's degree required. Masters preferred.
  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.
  • Proficient with Microsoft Office Suite or related software. 


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